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Oracle 1z0-1046-24 Exam Syllabus Topics:

Topic	Details
Topic 1	Defining Workforce Structures: This section of the exam measures the skills of Workforce Planning Analysts and focuses on structuring an organization's workforce. It includes creating organizations, divisions, and legal entities, defining geographies, and setting up enterprise structures. The section also covers configuring workforce attributes such as grades, jobs, and positions while ensuring the system aligns with business needs through effective dating and enterprise HCM settings.
Topic 2	Configuring Checklists, Schedules, Trees, and Journeys: This section of the exam measures the skills of HR Specialists and covers setting up key HR processes such as onboarding, task tracking, and workflow automation. It involves creating checklists for employment transitions, defining work schedules, configuring profile options, and managing calendar events and trees for reporting and approval purposes. Additionally, it includes setting up Journeys to streamline employee and personal events.
Topic 3	Administering People Management: This section of the exam measures the skills of HR Administrators and covers managing workforce data, maintaining worker directories, and configuring employment-related information. It includes an overview of the Person and Employment Model, workforce lifecycle management, and configuring self-service options for employees and managers. Candidates are also expected to configure directory searches and set up HCM Cloud using the Experience Design Studio.
Topic 4	Managing Workflows, Approvals, and Notifications: This section of the exam measures the skills of HR System Administrators and focuses on automating HR approvals and communication. It includes defining approval policies, configuring rules and approver types, and deploying notifications to facilitate seamless workflow execution. Candidates will also learn to write policies for approval transactions and use Alerts Composer to enhance communication through system-generated notifications.

Oracle Global Human Resources Cloud 2024 Implementation Professional Sample Questions (Q159-Q164):

NEW QUESTION # 159
Grade structures (grades, grade rates, and grade ladder) were configured for your customer and the required employee assignment data was migrated to the system. However, there was a change in requirement and the customer decided to delete some grades because they were no longer used. When you try to delete one such grade from the system, the system throws an error. Identify three possible reasons for the system error.
(Choose three.)

A. There are assignment records of one or more employees associated with this grade.
B. The grade has grade rates defined.
C. A grade cannot be deleted and can only be end-dated.
D. A grade cannot be deleted and can only be made inactive by changing the status to "Inactive".
E. The grade is linked to a grade ladder.

Answer: A,B,E

Explanation:
Full Detailed in Depth Explanation:
In Oracle HCM Cloud, grades are part of the compensation and job structure. Deleting a grade is restricted if it's referenced elsewhere in the system.
* Option A ("There are assignment records of one or more employees associated with this grade"): True.
If an employee's assignment references the grade, deletion is blocked to maintain data integrity, per the
"Implementing Global Human Resources" guide.
* Option B ("The grade has grade rates defined"): True. Grade rates (e.g., salary ranges) linked to the grade prevent deletion until removed.
* Option C ("The grade is linked to a grade ladder"): True. Grades in a grade ladder (progression structure) cannot be deleted until unlinked.
* Option D ("A grade cannot be deleted and can only be made inactive by changing the status to
'Inactive'"): False. Grades can be deleted if no dependencies exist; inactivation is an alternative, not a requirement.
* Option E ("A grade cannot be deleted and can only be end-dated"): False. End-dating is an option, but deletion is possible if constraints are cleared.

NEW QUESTION # 160
In which two ways can you add rates to a grade?

A. First add the rates for each step, and then add the grade to a grade ladder.
B. Use the default grade rates that are available after creating grades.
C. Add the rates separately by using the Manage Grade Rates task.
D. Add rates when creating grades by using the Manage Grades task.

Answer: C,D

Explanation:
In Oracle Global Human Resources Cloud, grades define levels within a job or position structure, and grade rates specify the pay ranges or values associated with those grades. The question asks for two ways to add rates to a grade. Oracle provides multiple methods to configure grade rates, either during grade creation or as a separate task, to support flexibility in compensation management.
* Option A: First add the rates for each step, and then add the grade to a grade ladder.This option is incorrect because Oracle does not require rates to be added for each step before associating a grade with a grade ladder. In Oracle HCM Cloud, grades can exist independently or within a grade ladder, and rates are associated with grades, not steps, unless using a grade ladder with steps (a specific configuration). Even in such cases, rates are defined at the grade level or step level within the ladder, and the process does not mandate adding rates first. Grade ladders with steps involve defining step rates after the grade is included in the ladder, not before. Oracle documentation does not support this sequence as a standard method for adding rates to a grade, making this option invalid.
* Option B: Add the rates separately by using the Manage Grade Rates task.This is a correct answer.
TheManage Grade Ratestask in the Setup and Maintenance work area allows users to define grade rates independently of grade creation. This task enables the creation of rate values (e.g., minimum, midpoint, maximum salaries, or hourly rates) and associates them with existing grades. For example, after creating a grade called "Grade 1," you can useManage Grade Ratesto add a salary range (e.g.,
$50,000-$70,000) for that grade. This method is useful when rates need to be updated or added post- grade creation, offering flexibility for compensation adjustments. Oracle documentation confirms this as a standard approach for managing grade rates.
* Option C: Use the default grade rates that are available after creating grades.This option is incorrect because Oracle HCM Cloud does not automatically providedefault grade ratesupon grade creation. When a grade is created via theManage Gradestask, no default rates are assigned unless explicitly configured by the user. While sample data or predefined setups in some environments might include rates, Oracle's standard functionality requires users to define rates manually, either during grade creation or separately viaManage Grade Rates. The absence of automatic default rates in the documentation rules out this option.
* Option D: Add rates when creating grades by using the Manage Grades task.This is a correct answer. TheManage Gradestask allows users to create grades and define associated grade rates within the same process. When creating or editing a grade in theManage Gradestask, you can navigate to the Ratestab (or equivalent section) to specify rate values, such as minimum, midpoint, and maximum salaries or hourly rates. For instance, while creating "Grade 2," you can add a rate range of
$60,000-$80,000directly. This method streamlines grade setup by combining grade and rate definition, and Oracle documentation supports this as a primary way to add rates.
* Why these two methods?BothManage Grade Rates(Option B) andManage Grades(Option D) are explicit methods supported by Oracle HCM Cloud for adding rates to grades.Manage Gradesallows rates to be defined during grade creation or editing, ideal for initial setup, whileManage Grade Rates provides a standalone task for adding or updating rates later, offering flexibility for ongoing maintenance. These methods align with the customer's need to associate pay ranges or values with grades, ensuring compliance with compensation structures.
References
* Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID:
docs.oracle.com, Published: 2023-12-12
* Section: Manage Grades: "You can create grades and add grade rates, such as minimum, midpoint, and maximum values, during grade creation in the Rates tab."
* Section: Manage Grade Rates: "Use this task to create and manage grade rates independently, associating them with existing grades."
* Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.
oracle.com, Published: 2024-07-02
* Section: Grade Rates: "Grade rates contain the pay values for grades, for example, minimum and maximum amounts for salary. You can define rates when you create grades or separately using the Manage Grade Rates task."
* Oracle Fusion Cloud Human Resources 24C What's New, Document ID: docs.oracle.com, Published: 2024-08-27
* Section: Compensation Enhancements: "Improved usability for managing grade rates in Redwood interfaces."

NEW QUESTION # 161
A worker in an organization will be holding a new position because the worker holding the position has gone on maternity leave. When the second worker returns from maternity leave, the former will be moved back to his or her old position. His or her payroll and legal reporting will be the same even after the position changes.
Which transfer method should be used for the first movement of the said worker?

A. Transfer
B. Temporary Assignment
C. Global Temporary Assignment
D. Global Transfer

Answer: B

Explanation:
Full Detailed In-Depth Explanation:
Oracle Global Human Resources Cloud provides various transfer actions to manage worker movements. The scenario involves a temporary position change with a return to the original position, and payroll/legal reporting remaining unchanged.
* Option A: A Transfer is a permanent move to a new assignment or position, not suitable for a temporary scenario with a planned return.
* Option B: Correct. A Temporary Assignment allows a worker to take on a new position or assignment for a fixed period, with the system retaining the original assignment for automatic reversion. Payroll and legal reporting can remain tied to the primary assignment, fitting the requirement.
* Option C: Global Transfer is for permanent moves across legal employers or countries, not applicable here.
* Option D: Global Temporary Assignment is for temporary international moves, not relevant for a same- entity, same-reporting scenario.
The correct answer isB, as per "Using Global Human Resources" on temporary assignments.

NEW QUESTION # 162
Which two statements are true about Action and Action Reasons? (Choose two.)

A. There is always a one-to-one relationship between Action Type and Action.
B. Terminations predictive analytics uses Actions and Reasons data to identify whether a termination is voluntary or involuntary.
C. The history of effective date changes can be tracked well by using the Actions framework.
D. It is mandatory to associate Actions with Action Reasons.

Answer: B,C

Explanation:
Full Detailed in Depth Explanation:
Actions and Action Reasons in Oracle HCM Cloud categorize and explain employment events (e.g., hires, terminations), supporting tracking and analytics.
* Option A ("Terminations predictive analytics uses Actions and Reasons data to identify whether a termination is voluntary or involuntary"): True. Oracle Workforce Predictions leverages Actions (e.g., Termination) and Action Reasons (e.g., Resignation vs. Layoff) to classify terminations, as detailed in the "Using Workforce Predictions" guide.
* Option B ("The history of effective date changes can be tracked well by using the Actions framework"):
True. The Actions framework logs changes (e.g., promotions, transfers) with effective dates, providing a clear audit trail, per the "Implementing Global Human Resources" guide.
* Option C ("It is mandatory to associate Actions with Action Reasons"): False. Action Reasons are optional; an Action (e.g., Termination) can be recorded without a reason.
* Option D ("There is always a one-to-one relationship between Action Type and Action"): False. Action Types (e.g., Termination) can have multiple Actions (e.g., Voluntary Termination, Involuntary Termination).

NEW QUESTION # 163
During implementation, a two-tier employment model with multiple assignments has been set up. Now the client wants to store contract information. Which statement is true about changing the employment model setting after implementation?

A. The client can change from any two-tier option to another at any point in time, irrespective of the existence of work relationships.
B. The client cannot move from a two-tier multiple assignment to a two-tier single contract and single assignment after implementation.
C. If employees exist within the enterprise and legal employer, the person model setting cannot be changed as there are no contract options that support a contract with multiple assignments.
D. The client can have both: a two-tier multiple assignment employment model can remain for its existing employees, and a two-tier multiple contracts single assignment can be created to hire new employees within the same legal employer.

Answer: A

Explanation:
Full Detailed In-Depth Explanation:
Oracle Global Human Resources Cloud supports two-tier employment models: single assignment (SA) or multiple assignments (MA), with or without contracts (SC or MC). The employment model is set at the enterprise or legal employer level via "Manage Enterprise HCM Information" or "Manage Legal Entity HCM Information." Changing this model post-implementation is possible under certain conditions.
* Option A: Correct. Oracle allows flexibility to change the employment model (e.g., from two-tier MA to two-tier MC SA) at any time, even with existing work relationships, as long as data migration and configuration adjustments (e.g., contract setup) are handled. The system does not lock the model once set.
* Option B: Incorrect. The client can transition from two-tier MA to two-tier SC SA post-implementation, though it requires updating existing records and ensuring compliance with new contract rules.
* Option C: Incorrect. Within the same legal employer, only one employment model can be active at a time. Mixing MA for existing employees and MC SA for new hires in the same legal employer is not supported without separate legal employers or a model change.
* Option D: Incorrect. Contracts can coexist with multiple assignments if configured as multiple contracts (MC), so the model can be changed even with existing employees, contradicting this statement.
The correct answer isA, as per "Implementing Global Human Resources" on employment model flexibility.

NEW QUESTION # 164
......

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1z0-1046-24 Valid Test Online - 1z0-1046-24 Reliable Test Review

100% Pass Quiz 2025 Reliable 1z0-1046-24: Oracle Global Human Resources Cloud 2024 Implementation Professional Valid Test Online

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Oracle Global Human Resources Cloud 2024 Implementation Professional Sample Questions (Q159-Q164):

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